Estratégias de formação do sucessor em empresas familiares

• Ano de defesa: 2018
• Autor(a) principal: Roberto, Rosemary Aparecida Martins
• Tipo de documento: Tese
• Tipo de acesso: Acesso aberto
• Idioma: por
• Instituição de defesa: Universidade Positivo; Brasil; Pós-Graduação; Programa de Pós-Graduação em Administração; UP
• Palavras-chave em Português: Administração; Empresas familiares - Sucessão; Ensino superior - Administração; Empresas familiares; CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
• Link de acesso: https://repositorio.cruzeirodosul.edu.br/handle/123456789/2006

This thesis assumed as a premise to analyze if the access to Higher Education influenced the strategy of successors training for the continuity of family businesses, by increasing the number of vacancies in Higher Education in Brazil after 1990. In this way, the motivations in the succession process were identified, identifying the formation of managers in the last 30 years. We describe the changes that occurred in the offer of Higher Education in Brazil since the 1990s and the succession plans implemented since 2000, pointing out trends in succession strategies in family businesses. In order to achieve the objectives proposed in the study, a qualitative study was carried out using the multiple case study method, using a semi structured interview with successor managers belonging to the second and third generations of five family businesses in the transportation sector located in the city of Ponta Grossa-PR. It was observed that none of the companies surveyed presented processes and plans of formation of formalized successors, and formed their successors according to what they believe. In this way, changes in successor formation strategies were identified after the 1990s, where higher education was accessible through the opening of more universities, increasing the number of places offered and federal government incentives through student financing. Thus, a more solid formation of the managers of these companies was observed after 1990, which gave them successors more prepared to manage the family business, since their founders had no training and were learning from the experience. The results presented present a new successor formation scenario, with characteristics that point out points relevant to the management of the family business, which were not considered as evident for its continuity, with successors prepared through training inside or outside the family business and formal education, where all interviewees have higher education, most of them being in Administration. Finally, the results showed that, in most companies surveyed, there is a strong tendency towards professionalization and the desire that the next generation not be involved in the family business.